I do not believe I have ever seen a time in the United States like this in terms of unemployment. So, I have decided to take action. I have created a Squidoo lens that will provide links to resumes posted on Squidoo (and a whole lot more). If you know someone in need of a better future (not just a job), send that person to www.squidoo.com to open up a free acount and post a resume'. Then, send him to www.budurl.com/TheBigLift to contact me.

It's time more Americans got involved in lifting each other up. We all need a lift up now and then - not a hand out.

Is everyone here familiar with an applicant tracking provider, like Taleo? I had never even heard the term until last week when I attended a social networking worksop. What an eye-opener that was. No wonder so many people who are trying to find work by applying for it online are getting shut out. Services like Taleo actually grade your online application before the employer ever sees it. If Taeo gives you a bad grade there is really no point in the employer even looking at the resume'. What we have is software programs passing judgement on the usefulness and value of human beings.

I don't know about you, but I find that totally unexceptable. Suppose the software data is not correct? It becomes your word vs. the computer. Do we just assume the computer is always right? Whatever happened to the need to do due diligence?

Yeah, Lamar - I've never heard of the name Taleo. But I know employers use now a a lot of online Resume fields for applicants. Employers use these programs more and more I've been seeing lately, these programs take these resumes that people take the time to fill out, automatically look through for spelling errors, Age, race and religious beliefs that may be a part of the resume. These applications then take keywords from the resume and the applicants name, google them and look for the individual on social networking applications.

Essentially taking the place of an HR manager. I've been hearing more and more about these types of programs. I know my brother-in-law has been filling out online resumes and applications. But he's also been around to local businesses doing the footwork too.

It is hard for those out of a job right now. I will pass your article on to him. Good post Lamar.

ATS is a catch-22 deal. From the employer's viewpoint, they only want to interview THE BEST candidates. So, to save time and money, why not let a software program prescreen the candidates? That seems to make good economic sense. But, here's are the problems:
1) Software cannot do "due diligence." If there is a negative aspect to a resume', the software is not going to question its validity. It is not going to perform any kind of due diligence. All the software is going to do is tabulate what it uncovers - whether what it uncovers is accurate or not.
2) Software cannot rank or rate "intangibles." If the person applying for a job is gifted in any kind of way, there is no way a software program can quantify that information.

Bottom line, what I believe ATS software will be doing for the majority of job applicants is shutting them out of the job market they wish to pursue. It does not matter how many job applications you fill out online if an ATS is going to interceding on behalf of employers. If you do not know in advance what they want to see in terms of metrics, you are at their mercy. And, that is not a very healthy place to be from my perspective.

Consquently, I think the best things folks seeking employment can do is make a special effort to help each other out. That is why I created The Job Campaign and Marketing Sparks.

I couldn't agree more Lamar. That's the same thoughts that I have on that type of system. So if an 16 year old that goes to school is applying online for areas of interest just in order to further his knowledge of the job and gain some hands on experience. The ATS more than likely would shuffle towards the end or thrown out completely due to the lack of previous work experience in that field.

I am not raining on anyone's parade here, but as an employer of several different types of businesses, I have to interject a word or two about my own experiences in hiring and why programs such as what you lament could sometimes become necessary.

Example 01:

Quite a few years back, I needed to fill a C.N.A. position here at home. I placed an ad in the metro newspaper (Wichita Metro Area) and began the process of weeding out those callers who did not strike me as experienced enough to fill the very demanding job of daily caregiver for Russ. At that time, there were numerous calls, hundreds, in fact. I began the process of interviewing the folks I deemed experienced enough to actually fill the bill for the position.

65 interviews later, the realization that people who read "in home, private duty C.N.A." in a help wanted ad are not really looking for a J-O-B. They believe the work will be more of a "companion" type job, even with Q and A, a duties sheet and verbal expectations on my part, most of the people DID NOT WANT TO ACTUALLY DO THE JOB. They just wanted to GET PAID for coming to my house and chatting or running the vacuum. NONE of which was part of the JOB DESCRIPTION.

Unqualified people are always looking for easy money, and that is what my first help wanted ads for C.N.A.'s looked like.

I spent untold hours on the phone, untold hours with people in interviews, only to find that they had mis-represented themselves to me on the phone and the majority were not licensed by the state of Kansas, which was strictly called for in the ad.

A program that weeds out UN-QUALIFIED applicants is exactly what might have saved me hundreds of hours of time and headaches, no shows, rude behavior and some unmentionable parting words and acts (on the part of the applicant).

~~~~~

Actually, I just hired a C.N.A. a few weeks ago for the same position. People come and go, and over time, a C.N.A. gets burned out and needs to take some steps away and re-evaluate their relationship with the patient. Some have cried buckets over leaving our employ and others looked forward to wider avenues of patients and benefits.

Of course, I actively searched out applicants without placing an ad in a newspaper!

I see your point about having to waste time interviewing unqualified people. Yes, a software program will cut down the number of applicants. No doubt about that. But, will it give you a better qualified applicant? The position you were looking to fill required a care-giver. How does a computer software program measure a person's capacity to care? Software programs can check for keywords, good spelling and things that are tangible in the text it scans. But, it seems to me the most important things are intangible.
And, that is why people need to deal with people. Only people can address the intangible factors. The Idea you do not have time to interview many people is good reason for you to build a support network of caring people to help you out. Don't simply go it alone. Your time is too valuable.

When hiring a "caregiver" there are standards that have to be met, just as with any job. A licensed C.N.A. with a few years of experience knows what the job actually entails, and it is no picnic. Yes, the person does have to be "caring" BUT many are using the C.N.A. certification as a point of reference to a higher certification. This is something a potential employer needs to be aware of, in the beginning.

I've hired plenty of PT, OT, LPN and RN students to fill the position in the past, and these folks are moving along the certification trail. That's all well and good. What we look for is someone who is satisfied with being a C.N.A. and all that goes along with that position.

You see, a C.N.A. who loves the job knows that by moving forward they will lose contact with people they care about. It IS the "caring about" part that I look for in applicants.

The software you speak of filters out the "I don't really want to WORK at this JOB" and the "I am only working to fill a requirement of internship hours" or the "I'm going to be an RN and spend my life doing paper work" but making more money than the hands on CNA.

The people I look for must be caring and happy with that position as their lot in life. There are plenty of good folks out there who love the "hands on" with patients and don't want to move out of that realm of patient care.

I don't go it alone Lamar, and if software can help me find the 'caring' folks, I'm all for it. If I set the parameters, and the software works, I would be quite happy to filter out the groups I mentioned.

I don't know what's happening in your neck of the woods, but here, in Kansas, there is ONE main newspaper and although it covers the largest metropolitan area in the state, it has now priced a lowly classified "help wanted" ad out of the range of what you would call normal.

A classified ad is now $300.00 to START. After so many characters, the price goes up per character.

I don't know about you, but I REFUSE to be hijhacked in this manner. It makes it very hard to find qualified folks to even call. It's a good thing that there are many more (albeit with much smaller circulation) print publications to peruse and/or place ads.